Business and organization executives have some of the most sought-after occupations in the United States. The United States Bureau of Labor Statistics (BLS) refers to people who work in the wide-ranging occupation as Top Executives. A calculation of the 2.57 million United States citizens’ and residents’ salaries who work in the esteemed positions encompassed under the arbitrary title of Top Executives indicates that their median pay in 2017 was a whopping $104,700. Better yet, the US job market is likely to open up so widely that it will bring on roughly 193,100 new Top Executives.
Executives can make or break the companies they work for
Chief executive officers (CEO) are typically above all top-level executives who work for modern corporations and major organizations. The people working as CEOs can literally cause their employers to double in size in a year’s time or go belly-up in the same timespan. However, they’re not the only employees who are that important.
Executive-level subordinates of chief executive officers can cause the businesses they work for to experience major losses, complete business failure, or growth tens of times more substantial than any streak of performance those businesses have ever experienced.
For these reasons, not to mention the fact that top executives are almost always paid higher salaries than anybody else within the business entities they serve, corporations and other entities must make sure that the talent they bring to their respective C-suites is of the highest caliber imaginable.
High-quality, thorough background checks for executives are so very vital
The vast majority of employers in the United States regularly conduct at least one form of background check prior to bringing new talent aboard their proverbial ships, all of which are trying their hardest to sail towards the elusive island of success.
Recently, the National Association of Professional Background Screeners (NAPBS) commissioned a study about background checks. Among other findings, the NAPBS-organized study found that an overwhelming 96 percent of US-based employers conduct background checks prior to making hires.
It’s safe to assume that 100 percent of top executive hiring decisions involve multiple forms of background checks. This comes as no surprise because top executives are so vital to the success of the businesses they work for. Such employers might even hire multiple background check providers, including the likes of Corporate Resolutions and other high-caliber names, to make sure the information dug up by executive background checks is 100% true.
In today’s world of hypersensitivity, executive background checks must be equally as sensitive
If you’ve browsed social media at any point in the past half-decade, it’s clear to see that people are becoming increasingly sensitive about this, that, and everything. Take, for example, the middle-aged American woman who called the police on a child’s lemonade stand earlier this year because the girl didn’t have a business license.
Private equity due diligence companies like Corporate Resolutions purposefully conduct thorough, sensitive background checks to find out everything they possibly can about the candidates their clients are considering to hire in executive capacities. They can also handle drafting of contracts and non-disclosure agreements to further protect your business. In this regard, sensitivity is more important than one might imagine.
The Ins And Outs Of Executive Background Checks and Due Diligence Security Investigations
